Job Stability Research Articles

Exploring the Influencing Factors of Experienced Nurses' Retention Behaviour: A Qualitative Study Based on the COM-B Model.

The aim of this study was to explore the factors influencing the retention behaviour of experienced nurses in China, using the capability, opportunity, motivation and behaviour (COM-B) model as a conceptual framework. A qualitative descriptive study based on the COM-B model. In this qualitative descriptive study, semi-structured interviews were conducted with 22 nurses across 11 cities in the Guangdong-Hong Kong-Macao Great Bay Area of China between March and May 2024. The interviews followed a predefined topic guide derived from the COM-B model. The transcriptions of the interviews were then subjected to deductive thematic analysis. Eleven key themes emerged, which were embedded in three categories of the COM-B model, including capability (physical and mental health, professional knowledge and skills), motivation (increasing income, sense of fulfilment in nursing work, positive colleague relationships and job stability) and opportunity (management, career development opportunities, work-life balance, prejudice against nursing and workload). The study provides new perspectives on factors influencing the retention of experienced nurses in Mainland China, Hong Kong and Macao. The study identified 11 factors that influence nurse retention behaviour, emphasising three distinctive perceptions: the 'iron rice bowl', the concept of filial piety and public prejudice towards nursing in Chinese society, which are unique to China compared to other nations. Additionally, it revealed similarities in nurse retention factors across Mainland China, Hong Kong and Macao. To strengthen nurse retention, it is essential to develop tailored strategies for experienced nurses. Future research should also take social culture into account to enhance retention efforts. This study's reporting adhered to the Consolidated Criteria for Reporting Qualitative Studies (COREQ) checklist. No patient or public contribution.

Exploring Teacher Job Satisfaction in Regular Basic Education: The Case of Peru

Teachers play a pivotal role in shaping the educational journey of children and adolescents. This article endeavours to examine whether teacher satisfaction in Peru has seen consistent improvement over time, influenced by various factors such as salary increments, enhancements in infrastructure and working conditions, as well as changes in teaching and learning methodologies. This inquiry stems from the significant increase in government budget allocation to the education sector since 2000, with a notable 546.2% rise in student expenditure at the secondary level. We proposed as research question: “How has job satisfaction been for regular basic education teachers in Peru?” To address this, a qualitative, descriptive, non-experimental approach was adopted, drawing upon data from the National Institute of Statistics and Informatics (INEI) and the Ministry of Education (MINEDU). We found that despite the increase in factors such as salary, budgetary allocation, and job stability within the public sector, teacher satisfaction has not seen the desired improvement. On the contrary, teachers express a sense of unrecognized contributions by their educational institutions. Received: 20 March 2024 / Accepted: 1 November 2024 / Published: 05 November 2024

Public Policies on Employment and Labor Welfare: A View from the University Teaching Role

Higher education revolves around a dynamic environment where public employment policies and the well-being of university professors play a crucial role in the construction of a prosperous and sustainable academic environment. The research identified the relationship between public employment policies and labor well-being in university professors, through a quantitative approach, descriptive-correlational scope and cross-sectional section. The results showed that better employment policies are associated with an increase in teachers' well-being at work, suggesting that properly designed policies could significantly enhance their general well-being. It was evident that the modality of contract and job stability are critical factors that affect job security and the psychosocial well-being of teachers. Despite the fact that high psychosocial well-being was reported, teachers experience collateral effects such as somatization and alienation, which evidenced the presence of psychosocial risks in the work environment. The importance of comprehensive and effective employment policies, as well as institutional support to improve the quality of teachers' working life, is concluded. The implementation of preventive programs for psychosocial risks, strategies to promote well-being and teacher participation in the continuous improvement of employment policies is recommended. These measures will not only benefit teachers, but will also have a positive impact on the quality of education and, consequently, on society.

Educational institutions as healthy working environments: well-being and stress management in education professionals

The present study explores how a healthy working environment affects the well-being of education professionals and the role of stress management skills in mediating this relationship. A total of 405 education professionals took part, 69.6 % of whom were female. Of these, 36 % were under the age of 39, while 64 % were aged 40 or over. The Ecosystems of Healthy Work (EATS) instrument was used to assess the work environment, comprising 62 items in nine dimensions based on the World Health Organisation model. The results show a relationship between well-being, stress management skills, and the perception of a healthy work environment. Differences emerged according to gender and job stability. The mediation model revealed a relationship between a healthy work environment and the well-being of professionals, mediated by stress management skills. The study recommends strategies to promote well-being and healthier working conditions for education professionals.

Suicidal ideation and thoughts of self-harm during the COVID-19 pandemic among Swedish employees: a cohort study on the role of job instability and job insecurity

BackgroundSuicidal ideation may be a warning sign for suicide and previous work has indicated a higher prevalence of suicidal ideation during the COVID-19 pandemic. Job loss and job insecurity are potential risk factors for suicidal ideation, but their importance during the pandemic, and the role of organizational changes for suicidal ideation, is unclear. This study examined the association between various experiences associated with job loss and job insecurity during the pandemic and thoughts of suicide/self-harm in Sweden.MethodsThe study sample was drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). Auxiliary data collections in February 2021 and 2022 assessed exposure to job loss/unemployment, furlough, workplace downsizing, or increased job insecurity versus stable employment and thoughts of suicide or self-harm (PHQ-9) during the pandemic. The analyses were based on 1558 individuals (2 349 observations) participating in either or both waves and who had been working before the pandemic. Logistic regression models with cluster-robust standard errors were fitted, including sociodemographic factors and prior mental health problems to control for potential confounding. Measures of personality based on a brief version of the Big-Five personality inventory were also added.ResultsThe results indicated an association between all experiences, except furlough, and thoughts of suicide/self-harm, when adjusting for sex, age, civil status, socioeconomic status and prior mental health (job loss odds ratio (OR) = 3.70, 95% confidence interval (CI) 1.79–7.63, downsizing OR = 2.41, CI 1.24–4.70, job insecurity OR = 2.77, CI 1.15–6.67). The associations for job loss and insecurity were attenuated by adjustment for personality, although it remained statistically significant for downsizing.ConclusionsThe results suggested a higher risk of suicidal ideation connected with loss of employment and survival of a downsizing, but not a forced reduction in working times/pay during the COVID-19 pandemic. The association for subjective job insecurity was less robust and may be partly explained by personality.

Heterogeneous job ladders

We investigate different wage growth rates over the life cycle for poor and rich workers, and how they relate to the frequency and quality of job-to-job transitions. Using the universe of labor market histories for Austrian workers born in 1960–62 to, we show that workers who are the bottom of the earnings distribution have higher employer-to-employer transition rates than richer workers throughout their life. Nevertheless, they work for worse- and worse-paying firms as they age and are more likely to undergo unemployment spells at all ages. We propose a structural framework with learning by doing and heterogeneity along five dimensions: initial level of human capital, learning ability, and job separation propensity on the worker side, and productivity level and quality of offered learning opportunities on the employer side. Our model replicates the wage gap and the difference in the frequency of labor market transitions we document in the data, and allows us to investigate several dimensions of heterogeneity in the quality of labor market transitions. We find that poor workers’ lackluster wage growth stems from a combination of deteriorating human capital, employment in low-productivity jobs, and scarce on-the-job learning opportunities. We then evaluate a policy which matches low-wage workers to high-learning employers. We find that ameliorating the learning opportunities early in a worker’s career has a non-negligible impact on lifetime earnings. The gains from matching with a better employer greatly increase with job stability, as lower separation rates limit human capital depreciation and improve the odds of matching with high-productivity employers in the future.

Younger Generations Want To Change Jobs: Here’s How Employers Can Keep Them

This article examines the research showing differences in career expectations between younger Millennial and Generation Z workers versus older generations, with younger workers prioritizing opportunities for growth, learning new skills, flexibility in work arrangements, and finding meaning and purpose through social impact, valuing recognition and being less satisfied with static roles in contrast to older generations' focus on job stability and employer loyalty. If left unaddressed, this generational gap could lead to higher turnover as organizations struggle to adapt, but some companies are proactively implementing strategies aligned with younger worker needs, like Deloitte focusing on development through rotations and mentorship to increase retention, and Anthropic focusing on flexible work and social impact projects to attract engineers. The article then proposes specific actions in human resources, leadership development, and culture that companies can take to better engage younger talent, including offering learning opportunities, flexibility, conducting stay interviews, rewarding growth, and promoting diversity, demonstrating how companies like Deloitte, Kickstarter, and Chobani operationalize these strategies through a focus on learning, flexibility, social purpose, and inclusion to strengthen retention of younger generations entering the workforce.

The role of trade unions in ensuring job security for workers in Vietnam

This study examines the role of trade unions in safeguarding job security for workers in Vietnam today. A qualitative approach was used, including in-depth interviews and thematic analysis. The researchers conducted interviews with 50 local trade union officials to gain insights into their efforts to protect workers’ employment. Additionally, case studies were used to understand the strategies trade unions apply to secure workers' jobs. Trade unions are essential in promoting job security by recommending policies to employers and supporting workers in maintaining job stability, enhancing productivity, and protecting fair wages. However, trade unions have not fully succeeded in encouraging workers to improve skills to reduce the risk of job obsolescence. Based on these findings, the authors suggest solutions to strengthen the union’s role in job security, providing both evidence of the current state of trade unions and recommendations to enhance their role in protecting job security in Vietnam.

The Ideological Perversion of Technological Progress: A Philosophical Reflection on Informal Employment

This paper examines the ideological distortion brought about by technological progress, focusing on its impact on informal employment through the lens of Slavoj Žižek’s theory of perversion. As digital platforms like Upwork and Fiverr grow, providing flexible jobs for millions of freelancers, the number of informal workers has increased worldwide. While such platforms claim to provide flexibility and autonomy, informal workers confront significant challenges, including low wages, lack of social security, and job instability. This study explores how technological progress, under the guise of legitimacy and rationality, reshapes society's perception of remote outsourced work, using Žižek’s framework to uncover the hidden mechanisms of exploitation and control. Moreover, the analysis reveals that, although platforms promote innovation and efficiency, they strengthen workers’dependency through algorithmic surveillance, exacerbating exploitation. Furthermore, the paper calls for a critical reassessment of the societal and economic impacts of technological advancements on informal workers and advocates for improved working conditions and stronger social protections.

Leadership styles and job insecurity in Indonesian start-ups: The role of challenges and engagement

Even though Indonesia’s start-up scene is experiencing rapid growth, the industry is grappling with considerable hurdles, such as a high rate of business closures, strong dependence on employee efficiency, and heavy reliance on technology. This paper examines the correlation between leadership styles, job challenges, job engagement, and job insecurity in Indonesian start-ups, which face unique challenges affecting employee job security. Unlike most research on how job insecurity impacts job engagement, this study explores whether higher job engagement impacts job insecurity, providing practical insights for leaders. The study was structured using a quantitative approach known as structural equation modeling-partial least squares (SEM-PLS), which analyzed 198 responses from Indonesian start-up employees. This study found that leadership styles significantly affect job insecurity (β = 1.337, p-value < 0.05), however, leadership styles do not substantially affect job engagement (β = 0,435, p-value > 0.05). Another finding states that job challenges do not significantly affect job engagement (β = 0.491, p-value > 0.05) and job insecurity (β = –0.037, p-value > 0.05). Job engagement significantly influences job insecurity (β = –0.428, p-value < 0.05). This study specifically targets employees in Indonesian start-ups to uncover mechanisms and offer practical recommendations for enhancing job security and motivation. The findings underscore the significant impact of leadership style on job insecurity, emphasizing the importance of engaging and motivating employees through personalized leadership style approaches to enhance job stability and overall workforce effectiveness in Indonesian start-ups.

Decent Work as An Impact Factor on The Human Capital of Companies in Tulancingo, Hidalgo

Objective: This study analyzes the elements that influence decent work in companies in Tulancingo, Hidalgo. This is because currently the personnel working in organizations infer that they do not have a decent job, due to the fact that there is no pleasant work environment, communication is not usually adequate, in addition to the fact that they do not provide training to perform their functions, which impacts on not having economic and job stability. With the results of this research, we intend to identify and relate the factors that impact human capital when having a decent job. Theoretical Framework: The study analyses related aspects of decent work, human capital and decent work, as well as human capital and decent work, the impact of decent work on social economic development, challenges in the implementation of decent work, aspects such as employment, social protection and labour rights. Design/Methodology/Approach: The methodology used in this research was a quantitative approach, with a total of 383 people from companies in the Tulancingo region, Hidalgo, considering the different sectors, in such a way as to obtain information corresponding to the variables of: employment, social protection, labor rights and social dialogue; which allowed to identify the most relevant elements that impact decent work. Findings: A measurement instrument was used that includes three dimensions of decent work, with a sample of 383 people. Among the results obtained, 53% feel comfortable in their workplace; however, only 42% feel identified with the company. This is related to working conditions, since 33% of people do not have the materials and supplies that allow them to carry out their work effectively, in addition to the fact that the workload is extreme and tiring. Social Impact: The identification of factors that influence decent work will be very useful for companies in Tulancingo, Hidalgo, because strategies can be implemented to have a better work environment, in such a way that operational efficiency is achieved within the different companies, achieving the participation of the members that make it up and having better results by meeting organizational objectives. Originality/Value: This research paper shows how social protection, labor rights and social dialogue impact employability and decent work in companies in Tulancingo, Hidalgo. The identification of factors will be of great relevance not only for organizations, but also for the personnel who work in them and contribute to their performance.

The dovish turnaround: Germany's social benefit reform and job findings

AbstractOn the labor markets, recent decades were characterized by structural supply‐side reforms in many countries. Following its hawkish reforms from the 2000s, Germany has recently made a dovish turnaround. Conditions in basic income support for unemployed became more generous, combined with a focus on qualification and development. Before, a temporary moratorium on sanctions had been imposed, providing a unique policy shift. We analyze the consequences for job findings, building on large administrative data and a novel control group approach. The moratorium dampened job findings by 4% and the subsequent benefit reform by almost 6%—offsetting half of the positive effect of the 2000s reform. Considering reform objectives, so far, we find no improvement in skill level, job stability, or transitions to training.

Determinants of financial planning decisions for salaried individuals: Evidence from India

In the Indian context, financial planning for salaried individuals has gained increased importance due to economic fluctuations, rising living costs, and the need for robust retirement planning. Despite its importance, there is limited research on the specific factors that influence financial decision-making among salaried employees in India. Understanding these determinants is essential for developing effective strategies to enhance financial well-being among employees. This study explores the key factors influencing financial decision-making among employees, including financial goals, emergency savings, retirement planning, budgeting, financial confidence and literacy, financial stress, use of tax-saving instruments, income level, risk tolerance, and debt levels. A sample of 549 employees from diverse sectors in Uttar Pradesh participated in this research, highlighting the critical aspects of personal financial management that impact financial well-being. The study used a questionnaire-based survey to gather data on factors affecting financial decision-making. Descriptive statistics, correlation, and regression analyses were employed to identify significant predictors. The results reveal that financial literacy, access to resources, attitudes toward retirement planning, and cultural norms significantly influence financial decisions. Additionally, income level, job stability, and social support are crucial in shaping employees’ financial planning. The study recommends enhancing employees’ financial decision-making by offering financial education programs, budgeting tools, retirement planning assistance, debt management programs, tax planning workshops, financial counselling services, and employer match programs for retirement savings. These initiatives aim to boost financial literacy and confidence, enabling employees to make informed financial decisions and improve their financial well-being.

Online business: ambitious daughters and their suspicious career in China?

Purpose Online business can be an attractive career choice but bears gendered implications under China’s market economy. This study aims to examine how highly educated young women negotiate their career choice of online business, given their enhanced career ambitions and the persisting conservative views of their parents. It is to be examined how these factors interact in shaping women’s strategies and commitment to their nonconventional careers. Design/methodology/approach The study draws on 23 interviews with 18 women involved in online business. The interviews were coded by themes about how women perceive and make career choices to enter online business, the influence of various motivations (e.g., economic security, decency, autonomy and earning potential) and women’s interactions with their parents under gendered social expectations. The study analyzes and categorizes women’s varied strategies and levels of commitment in taking up online business, an attractive but suspicious career for highly educated young women. Findings The study finds that some women chose to conduct online business as a secondary job behind their stable and formal primary job; their compromise under parents’ preferences and social expectations as “compliant daughters,” willingly or forced, coexisted with their persisting interest in online entrepreneurship. Other women, or “self-determined daughters,” embraced online business as their primary job; some benefited from parents’ tolerant views, but others needed to handle the pressure of parental disapproval by hiding or proving their nonconventional career choices worthwhile. Originality/value This study speaks to the gendered opportunity-necessity framework of entrepreneurship by illustrating women’s multiple motivations in China’s market reforms and the rising online entrepreneurship dynamics. The findings contextualize women’s career choices in different family dynamics and suggest how social expectations and gender norms are imposed and transformed, with a focus on the shifting gendered concerns of opportunity, security and decency in an era of digital economy.

Impact of Long-Term Depression on Employment Outcomes: A Systematic Review and Case Series From Iraq on Career Trajectory and Job Stability

Impact of Long-Term Depression on Employment Outcomes: A Systematic Review and Case Series From Iraq on Career Trajectory and Job Stability

Динамика карьерных ориентаций будущих педагогов: результаты межвузовского исследования

One of the reasons for the shortage of teaching staff in various countries around the world is the problem of attracting young staff to schools and their rapid dismissal. This situation actualizes the issues of studying the motivational bases for choosing a teaching profession. Tracking changes in students' career choice preferences can be facilitated by monitoring students' career orientations at different stages of their studies. The study aims to explore the dynamics of career orientations of student teachers from universities of various types over a three-year period of study. As a method of repeated research, the methodology for determining career orientations by Shein (adapted by Vinokurova and Chiker) was used. Analysis of the universities’ curricula was carried out to determine the characteristics of the educational process organization. With the help of a questionnaire, socio-demographic and motivational-professional characteristics of students were identified. Five hundred and four 3rd-year students from 6 universities of different types, who had already taken part in the first stage of the study in 2022, became participants in this study. The analysis of the obtained data allowed to identify the preservation of main career orientations (service, job stability and integration of lifestyles) among students. The convergence of the indicators of career orientations among students from different universities was established.

Gender Disparities in Kazakhstan’s Labor Market: Evidence from the Quality Employment

Gender disparities in the labor market have remained a critical area of economic research, particularly in understanding how men and women experience different employment conditions. This study aims to assess the quality of employment for men and women, focusing on the multidimensional quality of jobs, including formal and informal employment, unemployment, and access to highly qualified professions. The research employs a standardized approach using Z-scores to analyze deviations from average labor market indicators across genders, enabling a comparative evaluation of employment trends over the past decade. Data were drawn from national labor force statistics, covering a wide range of indicators such as labor force participation, employment rates, unemployment, and sectoral distribution. The results of the study show significant gender differences. The average level of the involvement of women in the labor force during the study period was 64.96%, while for men this figure reached 76.38%. The employment rate among women was 4.5% lower on average compared to men, and for women in informal employment, it was 20.16% versus 20.76% for men. Women also showed a higher unemployment rate: 5.71% versus 4.36% for men. The study also highlights the impact of external economic shocks, such as the COVID-19 pandemic, on labor market dynamics, exacerbating gender disparities. Future research should focus on developing policies that reduce informal employment and increase job stability for women. Further study of the long-term effects of global economic crises on gender differences in the quality of employment is also necessary to develop effective measures.

신규교사 직무환경과 직무만족도와의 영향관계 분석

This study analyzed the perception of job environment and job satisfaction of 748 new teachers, and the influence relationship between job environment and job satisfaction. The research results are as follows. First, new teachers’ job satisfaction was at a normal level, and their perception of the work environment was at a normal and below average level, excluding job stability. Second, in the analysis of group differences in new teachers’ job satisfaction and work environment, the perception of new elementary school teachers was statistically lower than that of new teachers at other school levels. Third, both internal and external job factors were influencing the job satisfaction of new teachers. Based on the research results, suggestions were made to improve the financial compensation system and Creating conditions for participation in the decision-making process for new teachers, cooperate with homeroom teachers, develop capabilities, and establish a work environment evaluation system.

The effect of educational aspirations on labor market outcomes in secondary vocational education in Africa

The study explores the relationship between educational aspirations and labour market outcomes among African secondary vocational education students. It reveals that students with vocational education are more aware of labour market demands and desire to acquire skills that align with industry needs. However, disparities in access to quality vocational training and societal perceptions of vocational education significantly impact students' aspirations. A comprehensive systematic literature review was explored to examine the impact of educational aspirations on labour market outcomes in secondary vocational education in Africa, focusing on countries like Nigeria and Ghana. The review focuses on studies published between 2010 and 2024, reflecting current trends and challenges vocational education graduates face. The study identifies key labour market outcomes linked to vocational education, including employment rates, job stability, and income levels. Graduates of vocational programs secure employment more rapidly than general education students but face challenges in advancing their careers due to limited opportunities for further training and professional development. The research calls for policy interventions to enhance the quality and perception of vocational education in Africa, ensuring that they meet immediate labour market needs and empower young people to achieve their long-term career aspirations. This research can potentially inform vocational education policy in Africa by developing targeted strategies to enhance the effectiveness of vocational training programs. Adapting policies that align vocational education with labour market demands can create a more responsive educational system that addresses the needs of both students and employers.

Effective factors on Migration to Kerman City and Immigrants’ Problems Using Analytical Hierarchy Process Model and Technique for Order of Preference by Similarity to Ideal Solution

Introduction: Marginal immigrants cause many problems in economic, social and cultural, physical ,and environmental aspects of cities. This study aims to investigate the factors affecting migration to Kerman city and the problems of marginalized immigrants using the analytical hierarchy process (AHP) and technique for order of preference by similarity to ideal solution (TOPSIS) models. Methods: This cross-sectional study was conducted in 2022, with a sample size of 147 households selected from Kerman suburban region. The data were collected by a standardized questionnaire measuring effective factors on the migration and the checklist of the immigrant problems. Results: The most important immigration factors were economic, social, geographical, political, educational and religious-cultural factors, respectively. Among 37 components studied, transferring the job of the family man as the family head, being on the main land, air and rail ways, having a special position at the international level, burying the family’s dead members in the desired city, and the education of the wife or one of the children of the family were the most important components. According to the results, more than 90% did not have access to public baths, sports facilities, government centers, private institutions, and parks, and recreational spaces. Conclusion: According to AHP model, economic factors ,and then social factors, were the most important reasons for migrating to the suburbs of Kerman. Therefore, it is suggested to create stable and long-term job opportunities , improve employment and business environment in the cities, and develop infrastructure to control migration to the city capitals.